Sarpy County board approves revisions to personnel rules on appointments, transfers and probationary periods

The Sarpy County Personnel Policy Board voted on Feb. 19 to approve a package of revisions to the county's personnel rules covering appointment types, job transfers and probationary periods.

Mary Davis, Sarpy County HR director, told the board the changes consolidate several regulations and add clearer categories of appointment: probationary appointments (new hires), tenured employees (after completing probation), temporary appointments (limited to one year), provisional appointments (not to exceed six months), emergency appointments (limited to 30 days) and casual appointments (no guaranteed hours). "We now have a probationary appointment. Once they complete their probationary period, then they become a tenured employee," Davis said.

Davis said the revised Rule 3, Regulation 1 (now titled "Types of Appointments and Employment Categories") also adds a new employment categories section explaining FLSA exempt/nonexempt status and standard county job categories (regular full time, regular part time, temporary/emergency/provisional/casual). The board heard that HR is working with Gallagher on a compensation study that will inform future pay‑placement decisions.

On job transfers (Rule 4, combined regulations 1'3), the policy separates lateral transfers, promotional transfers and voluntary transfers. The county will no longer treat any higher pay rate alone as a promotion for transfer purposes; Davis said the revised definition focuses on career progression rather than pay alone because the old rule could force departments to hold positions open if a transferred employee failed a new probation. Under the new language, voluntary transfers initiated by an employee may increase, decrease or leave pay unchanged depending on the receiving department's pay plan placement.

The rules also clarify how accrued comp time and vacation are handled when employees transfer voluntarily: the receiving department may accept balances, but otherwise the sending department will pay out vacation with 80 hours retained on the employee's record, and the hire will continue to accrue leave at the new position's schedule. Davis said this approach aims to avoid harming employees while protecting departmental operations that need staff to complete training and on-the-job requirements.

Rule 5 revisions standardize probationary periods. Davis said the county will adopt a six‑month probationary period for most new hires, with public safety roles (911, corrections, sheriff's office) retaining a one‑year probation because of the specialized training and duties. The county may extend a probationary period up to an additional six months when warranted. Davis noted: "County Civil Service states that a probationary period when somebody is initially hired ... cannot exceed one year."

Board members asked clarifying questions throughout the discussion including whether tenured employees who accept a career transfer retain appeal rights (Davis confirmed they do). The board was also told HR worked with employee advisory and management groups while drafting the changes.

Motion and vote: Jonathan Davidson moved to approve the edits to Rule 3, Regulation 1; Davidson later moved to approve the combined Rule 4 regulations and to approve Rule 5 Regulation 1 revisions (motions were seconded by Brandy Bennett). In each case the board recorded the motion, a second and a unanimous vote in favor by the three members present (Melissa Kimberling, Jonathan Davidson and Brandy Bennett). The board noted no members of the public requested to speak on these items.

The approved changes will be incorporated into county personnel rules and HR said it will proceed with follow-up actions including updates to the compensation policy and classification work informed by the Gallagher study.